I am working as an HR officer in a manufacturing firm. The problem is someone damages the urinal partitions, the wire mesh on windows, etc., in toilets. We had to replace flush toilets because of such activities. I am not able to find the culprit as no one claims to see the person. This usually happens during the night shift.
Is there any way of finding the culprit so as to put an end to such activities?
From India, Panaji
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2Is there any way of finding the culprit so as to put an end to such activities?
From India, Panaji
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Address the department concerned whose staff are working in night shifts. Speak to HOD and ask him to pass a message downwards that company property being damaged will cause inconvenience to workers themselves and impact their facilities. Think in terms of CCTV coverage in the area.
From India, Pune
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From India, Pune
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Dear Yo2487,
Let us try to understand the psychology of the persons who destroy the company property. If employees are destroying company property during the night shift, then it is a reflection of their frustration. It is also a result of their mental disconnect, and they do not identify with the company. There appears to be a huge "us and them" divide.
Workers could be perceiving the management as oppressive. When they are unable to confront the management directly, they are inflicting the losses on the company by destroying the toilet accessories covertly.
A partial reason for this could be the recruitment of ragtag elements of society. Their uncouthness pops out because they are unable to suppress it for long. How many of those who work the night shift are paid minimum wages? How many of them are unskilled, semi-skilled, and skilled workers?
One way to change their attitude is by training the workers on attitude, ownership, career building, etc. However, again, this would be treating symptoms rather than the cause. The real malaise is that leadership has failed to be a role model to the employees who are at the lowest rung.
Thanks,
Dinesh Divekar
From India, Bangalore
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Let us try to understand the psychology of the persons who destroy the company property. If employees are destroying company property during the night shift, then it is a reflection of their frustration. It is also a result of their mental disconnect, and they do not identify with the company. There appears to be a huge "us and them" divide.
Workers could be perceiving the management as oppressive. When they are unable to confront the management directly, they are inflicting the losses on the company by destroying the toilet accessories covertly.
A partial reason for this could be the recruitment of ragtag elements of society. Their uncouthness pops out because they are unable to suppress it for long. How many of those who work the night shift are paid minimum wages? How many of them are unskilled, semi-skilled, and skilled workers?
One way to change their attitude is by training the workers on attitude, ownership, career building, etc. However, again, this would be treating symptoms rather than the cause. The real malaise is that leadership has failed to be a role model to the employees who are at the lowest rung.
Thanks,
Dinesh Divekar
From India, Bangalore
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(Fact Checked)-[response] (1 Acknowledge point)
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Dear Yo2487,
This is in addition to what I have written in my previous post. How are workers treated on the shop floor? Do shop floor managers or supervisors abuse the workers? Since they are unable to retaliate, they could be venting their anger through destructive activities.
Do you have a labor union? Are any labor leaders instigating the employees? Have you taken disciplinary action against any workers in the recent past? Try to find if there is any pattern in the events.
Does your company have a well-instituted grievance handling mechanism? If yes, how many grievances came up for hearing in the last financial year? How is the interpersonal environment in the company? Have you conducted any surveys on the interpersonal environment on the shop floor?
How frequently does the top leadership meet with the workers?
Mr. Nathrao has suggested the installation of CCTV cameras. In addition to this, your top management may call all the workers and meet with them without the presence of supervisors or managers (Skip meeting). Provide assurance that if they have any grudges against anyone, they can approach HR and not resort to destroying company property.
Instances of vandalism of company property are not new. Not necessarily limited to manufacturing companies, it happens everywhere. Software professionals in software companies have deleted valuable data to ensure no trace of evidence is left. However, all this boils down to unaddressed simmering discontent.
From the HR management standpoint, these are signs of the organization's culture. Whether the issue is addressed or not, it is time to audit the organization's culture and fix the cracks.
Thanks,
Dinesh Divekar
From India, Bangalore
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This is in addition to what I have written in my previous post. How are workers treated on the shop floor? Do shop floor managers or supervisors abuse the workers? Since they are unable to retaliate, they could be venting their anger through destructive activities.
Do you have a labor union? Are any labor leaders instigating the employees? Have you taken disciplinary action against any workers in the recent past? Try to find if there is any pattern in the events.
Does your company have a well-instituted grievance handling mechanism? If yes, how many grievances came up for hearing in the last financial year? How is the interpersonal environment in the company? Have you conducted any surveys on the interpersonal environment on the shop floor?
How frequently does the top leadership meet with the workers?
Mr. Nathrao has suggested the installation of CCTV cameras. In addition to this, your top management may call all the workers and meet with them without the presence of supervisors or managers (Skip meeting). Provide assurance that if they have any grudges against anyone, they can approach HR and not resort to destroying company property.
Instances of vandalism of company property are not new. Not necessarily limited to manufacturing companies, it happens everywhere. Software professionals in software companies have deleted valuable data to ensure no trace of evidence is left. However, all this boils down to unaddressed simmering discontent.
From the HR management standpoint, these are signs of the organization's culture. Whether the issue is addressed or not, it is time to audit the organization's culture and fix the cracks.
Thanks,
Dinesh Divekar
From India, Bangalore
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(Fact Checked)-[response] (1 Acknowledge point)
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Well said, Dinesh. The first step ought to be root cause analysis. Besides the treatment of shop floor operators, how is the night shift treated? Are there any extra privileges/benefits? It could be as small as a cup of tea and snacks, so maybe there are two breaks, one around midnight and another around 4 AM.
CCTV in a toilet. Not too sure if that is even allowed.
From India, New Delhi
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CCTV in a toilet. Not too sure if that is even allowed.
From India, New Delhi
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(Fact Checked)-The mention of CCTV in a toilet is not advisable due to privacy concerns. Consider alternative surveillance methods. Good insights on root cause analysis. (1 Acknowledge point)
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"CCTV in a toilet. Not too sure if that is even allowed."
I never suggested CCTVs inside the toilet. The area nearby can be put under coverage so that a general idea of who, when is using the area. CCTV within the toilet area will be a violation of privacy, but outside in the general area will be in order. However, CCTV is not a solution to problems. Destruction of property is done by people who are either a vandal by nature or by someone having a grudge or genuine grievance not attended to and therefore releasing his frustration on the company's property. That needs deeper examination.
From India, Pune
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I never suggested CCTVs inside the toilet. The area nearby can be put under coverage so that a general idea of who, when is using the area. CCTV within the toilet area will be a violation of privacy, but outside in the general area will be in order. However, CCTV is not a solution to problems. Destruction of property is done by people who are either a vandal by nature or by someone having a grudge or genuine grievance not attended to and therefore releasing his frustration on the company's property. That needs deeper examination.
From India, Pune
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(Fact Checked)-The user's reply is correct. It highlights the potential privacy concerns of installing CCTV inside the toilet area and suggests monitoring the nearby area for potential surveillance. Additionally, it emphasizes the importance of addressing underlying issues causing the destructive behavior. (1 Acknowledge point)
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Mr. Dinesh, sir, has pointed out rightly. I agree with him. Organizational culture, commitment, and job satisfaction levels need to be highly leveraged in order to make any organization a brand and a grand place to work. The root cause of any problem, if identified and rectified in time, will prevent the problems from occurring again.
From India, Vadodara
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From India, Vadodara
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Dear Sirs,
Thank you all for your replies and valuable suggestions. With respect to Dinesh sir’s questions :
1) Contract workers are paid the minimum wages and company workers are paid above the minimum wages as per their respective designation, length of service, etc.
2) The unskilled jobs are performed by contract workers while the semi and skilled ones by regular employees.
3) Regarding to treatment on shop floor – there are no instances of abuse as such things are taken seriously. Anyone can complain against an abuser and may directly approach the top boss.
4) There is no labour union. And disciplinary action is taken regarding sleeping on duty, wrong production, improper labellings etc.
5) We have a grievance handling committee where worker representatives discuss their problems with Manager. Such meetings are held quarterly and the points discussed and actions taken to solve the same are sent to the top boss.
I have a feeling that these things are carried out by contract workers. Reason being that we have made strict checking for tobacco, gutka etc. which were carried by the contract workers and is thrown away if found and the said contractor is warned. The unavailability of these things to the addicted may be the main reason for such activity.
I will try to follow the suggestions posted to stop such incidences. Thank you.
From India, Panaji
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Thank you all for your replies and valuable suggestions. With respect to Dinesh sir’s questions :
1) Contract workers are paid the minimum wages and company workers are paid above the minimum wages as per their respective designation, length of service, etc.
2) The unskilled jobs are performed by contract workers while the semi and skilled ones by regular employees.
3) Regarding to treatment on shop floor – there are no instances of abuse as such things are taken seriously. Anyone can complain against an abuser and may directly approach the top boss.
4) There is no labour union. And disciplinary action is taken regarding sleeping on duty, wrong production, improper labellings etc.
5) We have a grievance handling committee where worker representatives discuss their problems with Manager. Such meetings are held quarterly and the points discussed and actions taken to solve the same are sent to the top boss.
I have a feeling that these things are carried out by contract workers. Reason being that we have made strict checking for tobacco, gutka etc. which were carried by the contract workers and is thrown away if found and the said contractor is warned. The unavailability of these things to the addicted may be the main reason for such activity.
I will try to follow the suggestions posted to stop such incidences. Thank you.
From India, Panaji
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(Fact Checked)-The user reply contains accurate information regarding the practices within the firm. There are no discrepancies found based on the original post and general HR practices. (1 Acknowledge point)
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There must be some disgruntled employees. Normally, employees show their anger either against their superiors or management. We must have some feedback from loyal employees. Then one can follow such troublemakers and trap them.
From India, Chennai
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From India, Chennai
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Dear Nancy,
To recover the cost of damaged property, you have suggested imposing a fine on all persons working the night shift. However, by doing this, the organization could be punishing innocent individuals as well. This goes against the principles of natural justice. Indian Labour Laws do not allow salary deductions based on assumptions.
Secondly, the risk of penalizing innocent persons is that their morale will decrease since they will be penalized for no fault of their own. The cost of this morale depletion could be much higher than the damage to the property itself. Moreover, it could negatively affect the organization's culture. In an extreme scenario, more individuals could become frustrated and may join in the destruction. How long can the organization continue punishing the night shift personnel in such a manner?
If employees are destroying company property during the night shift, it is a reflection of their frustration. Arrange a meeting with the night shift employees. Emphasize that any future incidents will result in severe penalties for all involved in the violence and damage to company property. If such incidents occur again, consider terminating the employment of the individual deemed most aggressive and violent. Setting this example will likely deter further violations of company property.
Thanks,
Dinesh Divekar
From India, Bangalore
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To recover the cost of damaged property, you have suggested imposing a fine on all persons working the night shift. However, by doing this, the organization could be punishing innocent individuals as well. This goes against the principles of natural justice. Indian Labour Laws do not allow salary deductions based on assumptions.
Secondly, the risk of penalizing innocent persons is that their morale will decrease since they will be penalized for no fault of their own. The cost of this morale depletion could be much higher than the damage to the property itself. Moreover, it could negatively affect the organization's culture. In an extreme scenario, more individuals could become frustrated and may join in the destruction. How long can the organization continue punishing the night shift personnel in such a manner?
If employees are destroying company property during the night shift, it is a reflection of their frustration. Arrange a meeting with the night shift employees. Emphasize that any future incidents will result in severe penalties for all involved in the violence and damage to company property. If such incidents occur again, consider terminating the employment of the individual deemed most aggressive and violent. Setting this example will likely deter further violations of company property.
Thanks,
Dinesh Divekar
From India, Bangalore
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I have also experienced working on the night shift. This situation is 100% happening where property damage rate is maximum during the night shift. What I have experienced about such issues, I think five things always matter in the reputation of such an unsafe work culture:
1. Excessive burden of work to meet the demand of the organization.
2. Less payment scale for workers.
3. Lack of rest time (6-night shift work in a week; culture is the main reason behind all property damage).
4. Ergonomics of workers ignored.
5. Lack of training for workers who are responsible during shift work.
From India, undefined
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1. Excessive burden of work to meet the demand of the organization.
2. Less payment scale for workers.
3. Lack of rest time (6-night shift work in a week; culture is the main reason behind all property damage).
4. Ergonomics of workers ignored.
5. Lack of training for workers who are responsible during shift work.
From India, undefined
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(Fact Checked)-The user's reply is correct in suggesting to address the department concerned, involve the HOD, communicate the impact on workers, and consider CCTV coverage. (1 Acknowledge point)